The VA industry has a recruitment problem.
We built the fix.

Your hire is only as good as the people who found them. We source, assess, train and place virtual professionals with the same rigor that built big logos like JP Morgan Chase, HSBC, and IBM.

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How It Works Why DirectPlace Specialty Tracks Pricing

Built on real hiring experience inside world-class organizations

RECRUITED RIGHT, THE FIRST TIME.

90+ %

placement success

15 years

recruitment expertise

33x

avg. annual ROI

"

Recruitment is a very technical job. You cannot just go with gut feeling. There's a reason why JP Morgan is JP Morgan and that is because of structure and discipline.

— FOUNDER, DIRECTPLACE

Recruitment is

a technical job.

We treat it like one.

DirectPlace was built on 15 years of Fortune 100 recruitment experience — not a business plan that starts and ends with "cheap labor". Where assessment is rigorous, process is sacred, and a bad hire means someone traces exactly where the pipeline broke.

Tell us about a bad hire, and we can pinpoint the failure — sourcing, assessment, interview technique, cultural fit. That diagnostic ability doesn't come from guessing. It comes from doing this at scale, under pressure, for organizations that don't accept "it didn't work out" as an answer.

THE INDUSTRY PROBLEM

The Model They Built Was Never For You.

The operational layer around a mental health practice isn't a nice-to-have. It's the funnel, the revenue cycle, the patient experience, and the practice owner's capacity. When it breaks, everything breaks.

Sources: SAMHSA · HRSA · APA 2024 Practitioner Survey · IBISWorld · ClinicMind · HHS Workforce Data · ONC 2026

"Eight of nine stages in a mental health practice's workflow are non-clinical. Clinical work is one stage. The other eight are the operational layer your practice is drowning in."

The Delegation Reality — From the Research

SAMHSA, HHS, and behavioral health operator research consistently shows the same thing: the bottleneck isn't clinical capacity. It's the admin layer surrounding it. And the majority of that layer is non-clinical, repetitive, and suited for trained remote support.

Philippine VAs can handle this work with high competence — when they've been sourced properly, assessed rigorously, verified, trained for the specific environment, and matched with intention. That preparation is the missing piece in the market. It's what DirectPlace was built to provide.

% of each stage that is non-clinical / delegable — source: synthesized from SAMHSA, HHS, ONC, and operator research

HOW IT WORKS

8 Steps to Your Perfect VA Match

Good hiring is not luck. It is judgment, proof, preparation, and fit. DirectPlace owns all of it before a client ever meets a candidate.

01

Source

Candidates are sourced at volume through practical channels — Facebook, referrals, direct outreach. The goal isn't a refined shortlist. It's raw material at scale. What matters is what comes next.

"Sourcing creates volume. Filtering creates quality. The DirectPlace product is not a list of available applicants — it is the controlled process used to identify which candidates are actually ready."

02

Screen

Most candidates don't advance past this gate. Eligibility, work setup, communication quality, professional experience, availability, and tech readiness. Obvious mismatches are removed fast, without apology.

"The filter is aggressive by design. Most applicants will not make it through. That's not a failure of the process — that's the process working."

03

Assess

A proprietary assessment app tests writing quality, instruction-following, judgment, professional communication, reliability signals, and role readiness. Anti-cheating guardrails are built in. The assessment exists because interview performance alone is not enough and charm is not a substitute for demonstrated capability.

"Interview validates evidence already gathered. The assessment creates that evidence. DirectPlace does not treat the interview as the main proof of quality."

Validate

A structured interview confirms the assessment evidence, challenges gaps, and probes beyond rehearsed answers. The goal is not to be impressed. The goal is to be accurate. Assessing Filipino candidates requires different calibration than assessing American ones- cues, communication patterns, and how candidates perform under social pressure differ meaningfully.

"You cannot smooth-talk the assessment results away. The interview is confirmation of evidence , not the evidence itself."

04

Verify

Employment history, education credentials, identity, and background claims are checked where applicable and legally appropriate. The freelance market has a well-documented misrepresentation problem, candidates claiming degrees they don't have, titles they never held, experience they only observed. DirectPlace does not build around blind trust. Honest candidates have nothing to fear.

"Claimed ≠ confirmed. Verification protects the client and protects serious candidates. It filters out the candidates who depend on no one checking."

05

Train

Candidates selected for the Mental Health VA track receive training built specifically for behavioral health practice support: confidentiality requirements, clinical boundaries, escalation protocols, intake sensitivity, sensitive communication, and the non-clinical limits of the role. This training is informed by clinical psychology expertise, not generic BPO curricula. A psychologist with 20 years of professional experience shaped the blueprint.

"Not generic admin training repurposed for mental health. Purpose-built preparation for the actual environment these VAs will enter."

06

Match

Matching starts with a thorough client intake — not a vague "I need a VA." Role scope, specific tasks, EHR tools, communication style, scheduling needs, practice pace, personality fit, and what would make the placement fail. DirectPlace presents a small number of strong candidates for clients to interview, not a long list to sort through. The match is intentionally built from evidence on both sides.

"A good match should feel intentional because it is. The client is not buying candidate access. They're buying expert hiring judgment."

07

Launch

DirectPlace supports final selection, contract facilitation, payment setup, and initial onboarding. Then it steps out. The client and VA work directly, no permanent agency in the middle. The long-term relationship belongs to the two people doing the work. DirectPlace earns by creating the match, not by owning the relationship forever.

"The goal is to make the relationship strong enough that it doesn't need a middleman. Then get out of the way."

08

what sets directplace apart

Built by a Recruitment Expert. Backed by science. Grounded in culture.

15 years of corporate recruitment

Founded by a specialist with in-house talent acquisition and delivery experience across

JP Morgan Chase, HSBC, IBM, and the Ministry of Education of Japan. 98% placement success rate - people who just didn't survive, they thrived.

We don't just source from the Philippines, we know the Philippines

We know this market because we are this market. The culture, the talent landscape, the signals- we read them natively. This isn't arbitrage. This is advocacy backed by competence.

Proprietary assessment app

Built by a licensed psychometrician, psychologists, and our recruitment team. Designed specifically for the Philippine market, culturally adapted and clinically grounded, continuously refined with real placement data.

Background checks done the right way.

We run proper checks through a certified vendor on every candidate, because knowing who you are hiring is not optional.

ON COMPLIANCE

HIPAA doesn't
prohibit offshore.
It governs it.

HIPAA training — documented and refreshed

Privacy Rule, Security Rule, and remote ePHI handling are covered in candidate training. Documentation is maintained. This is not an afterthought — it is built into the pre-placement process.

Technical, administrative & physical safeguards

VPN/VDI access, MFA, encrypted channels, no local PHI storage, role-based access, dedicated workspace, controlled offboarding. These are the five non-negotiables HHS requires for offshore ePHI handling.

42 CFR Part 2 — if your practice treats SUD

Practices providing substance use disorder services face higher confidentiality requirements than HIPAA alone. As of February 2026, certain covered entities must include Part 2 in their Notice of Privacy Practices. Any VA touching SUD records needs Part 2-specific training — and this is addressed explicitly in the placement process.

Compliance questions are part of what the intake conversation is for. Legal review of contracts, BAA requirements, and payment structures is completed prior to each engagement, not after. If you have specific compliance concerns for your practice type, raise them in the conversation and they will be addressed directly.

Business Associate Agreement (BAA)

HHS expressly permits offshore handling of ePHI when a signed BAA is in place between the covered entity and business associate. This is a non-negotiable first step. It is part of DirectPlace's standard placement process..

THE ULTIMATE SOLUTION

Stop paying premium prices for amateur recruitment.

THE CHOICE IS YOURS.

For the substance behind the placement — the proprietary assessment, the expert-led training, the certified background check, the legally enforceable contract — this is not a cost. It is a competitive advantage.

And it is paid once per placement. Not every month. Not as a margin baked into your VA's hourly rate. You will know exactly what you paid us, and exactly what your VA earns — because both should be transparent.